Companies Keeper Security, Inc.

Keeper Security, Inc.

Chicago, Illinois, USA

Total Offices: 2

350 Total Employees

Year Founded: 2011

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Keeper Security, Inc. Compensation & Benefits

Updated on October 22, 2025

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

How are the compensation & benefits at Keeper Security, Inc.?

Strengths in incentive pay and lifestyle-oriented perks are accompanied by concerns about base pay levels and the depth of core benefits such as retirement matching and parental leave. Together, these dynamics suggest total rewards that can appeal to high performers and those valuing daily perks, but may feel less competitive to employees prioritizing strong fixed pay and family-oriented support.

Positive Themes About Keeper Security, Inc.

Strong & Reliable Incentives: Incentive pay is described as well-structured with meaningful on-target earnings and accelerator upside for top performers. Feedback suggests sales and customer success roles can realize substantial earnings when targets are met.
Wellbeing & Lifestyle Benefits: Wellness-oriented perks such as onsite gyms at some locations, company-sponsored outings, happy hours, and stocked kitchens are highlighted. Flexible remote work options and community volunteering further support day-to-day wellbeing.
Leave & Time Off Breadth: Policies reference generous PTO, flexible time off, paid holidays, bereavement and jury duty, with access to family medical leave. Feedback suggests work-life balance is a stated priority across many roles.

Considerations About Keeper Security, Inc.

Unfair & Opaque Compensation: Pay is considered weak on base and total compensation relative to similar companies, with multiple statements describing overall satisfaction as low. Feedback suggests compensation levels feel below market even when benefits are listed.
Inadequate Retirement Support: Retirement offerings are described as a 401(k) without a clearly stated employer match. Feedback suggests the absence of matching contributions is a recurring dissatisfaction driver.
Insufficient Parental & Family Support: Family leave information emphasizes unpaid FMLA eligibility without clear company-paid parental leave. Feedback suggests this gap reduces the perceived strength of the benefits package for caregivers.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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